Narcissism, when present in leadership, can create a toxic work environment.
Understanding the traits and how to measure them can help organizations make better decisions about who they promote and how they manage their teams.
This guide explores the narcissistic traits displayed by leaders and how to measure these traits in the workplace
1. Grandiosity
Leaders with this trait often have an inflated sense of their importance and abilities.
They may exaggerate their achievements and expect to be recognized as superior without commensurate achievements.
Measurement: Look for patterns of exaggeration and a constant need for admiration. They may also react negatively to criticism or perceived slights.
2. Entitlement
Narcissistic leaders often feel entitled to special treatment. They believe that rules that apply to others should not apply to them.
Measurement: Observe if the leader frequently breaks the rules or expects special privileges not granted to others.
3. Exploitation
Narcissistic leaders often exploit others to achieve their ends. They may take credit for others’ work or use their power to manipulate others.
Measurement: Look for patterns of manipulation, taking credit for others’ work, or using others to achieve personal goals.
4. Lack of Empathy
Narcissistic leaders often lack empathy for others. They may be dismissive of others’ feelings or needs.
Measurement: Observe if the leader dismisses or minimizes others’ feelings or needs or seems indifferent to the impact of their actions on others.
5. Envy
Narcissistic leaders often envy others or believe others envy them. They may be overly competitive or resentful of others’ success.
Measurement: Look for patterns of envy, resentment, or excessive competitiveness.
6. Arrogance
Narcissistic leaders often display arrogance. They may belittle others or act superior.
Measurement: Observe whether the leader frequently belittles others, acts superior, or dismisses others’ ideas or contributions.
7. Need for Control
Narcissistic leaders often need control. They may micromanage or be overly controlling in their interactions with others.
Measurement: Look for patterns of micromanagement, controlling behavior, or resistance to delegating tasks.
Seven Steps to Avoid Promoting Narcissistic Traits in the Workplace
1. Promote Empathy
Encourage leaders to understand and validate the feelings and perspectives of their team members. For example, a leader could be trained to listen and respond empathetically to their team’s concerns actively.
2. Encourage Accountability
Hold leaders accountable for their actions. If a leader takes credit for a team member’s work, the organization should address this behavior directly.
3. Foster a Culture of Respect
Promote a culture where everyone’s ideas and contributions are valued. This could involve implementing a policy where all team members are encouraged to share their ideas and feedback.
4. Implement Checks and Balances
Ensure that power is not concentrated in the hands of a single individual. This could involve having multiple leaders or a system of checks and balances.
5. Promote Teamwork
Encourage leaders to work collaboratively with their teams. This could involve team-building activities or collaborative projects.
6. Encourage Self-Awareness
Promote self-awareness among leaders. This could involve providing feedback or coaching to help leaders understand their impact on others.
7. Provide Training and Education
Provide training and education on narcissistic traits and their impact on the workplace. This could involve workshops or training sessions.
Conclusion
Narcissistic traits in leaders can create a toxic work environment.
By understanding these personality traits and how to measure them, organizations can make better decisions about who they promote and how they manage their teams.
Implementing strategies to avoid promoting these traits can help create a healthier, more productive workplace.
With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.
